Leaders often face complex challenges that do not have straightforward solutions. Traditional training approaches can provide knowledge but often fail to create the space leaders need to think deeply, explore different perspectives and learn from their peers. 

The ambition was to: 

• Develop a cadre of GP leaders skilled in Action Learning facilitation. 

• Create sustainable peer learning networks. 

• Build leadership confidence and capability. 

• Support collaborative problem solving across practices and neighbourhoods. 

• Develop internal capacity so the approach could continue long after the initial programme.  

The challenge was not simply teaching a methodology but enabling leaders to experience, practice and embed Action Learning as part of how they lead and support others. 

Collaborate Out Loud designed an experiential Action Learning Facilitator Development Programme built around the principle that people learn facilitation best by experiencing and practising it themselves. Rather than relying on traditional classroom teaching, participants learned through taking part in Action Learning sets and gradually developing confidence in facilitating them.  

The programme introduced participants to the core principles of Action Learning: 

• Airtime. 

• Structure. 

• Timing. 

• Focus. 

• Collective learning.  

Participants developed practical skills in: 

• Active listening. 

• Asking powerful questions. 

• Facilitation. 

• Managing group dynamics. 

• Creating psychologically safe spaces. 

• Supporting reflection and accountability. 

• Collaborative problem solving.  

The programme explored both the theory and practice of Action Learning, with participants regularly moving between the roles of presenter, peer supporter and facilitator to build confidence and capability from multiple perspectives.  

The Action Learning Approach 

Action Learning Circles provided leaders with a structured method for bringing real challenges into a supportive peer environment. 

Using a simple but highly effective process, participants: 

1. Presented a real challenge. 

1. Explored the issue through powerful questioning. 

1. Reflected on insights gained. 

1. Committed to action.  

This ensured that learning was immediately relevant and applicable to real-world leadership situations. 

The approach created: 

• Psychological safety. 

• Peer accountability. 

• Cross-organisational learning. 

• Space for reflection. 

• Practical action and experimentation.  

The programme has now delivered two successful cohorts, training approximately 30 GP leaders as Action Learning facilitators. The facilitators have gone on to use the approach to support leadership development, collaborative problem solving and peer learning across their own networks and organisations. 

Participants reported increased confidence in: 

• Facilitating groups. 

• Asking effective questions. 

• Supporting colleagues through challenge and uncertainty. 

• Creating reflective spaces. 

• Leading through influence rather than expertise alone.  

The programme also helped strengthen connections between leaders from different practices and neighbourhoods, creating relationships that extended beyond the formal training sessions. Through Action Learning, leaders were able to bring real challenges into the room and draw on the collective wisdom of their peers.  

Importantly, the impact extended beyond individual development. The programme created a growing community of facilitators capable of supporting leadership development and organisational learning across the wider primary care system.  

“Collaborate Out Loud combined expertise, professionalism and flexibility to deliver a high-quality leadership development programme, making them a trusted partner throughout the project.” 
Matilda Sims, Head of English Faculties, Royal College of General Practitioners 

Several key lessons emerged from the first two cohorts. 

Experience Matters More Than Theory 

Participants learned most effectively when they experienced Action Learning rather than simply learning about it. Confidence grew through practice, reflection and feedback.  

Powerful Questions Change Conversations 

One of the most significant shifts was helping leaders move away from giving advice towards asking questions that encourage deeper thinking, ownership and problem solving.  

Psychological Safety Is Critical 

The quality of the learning depended on creating environments where people felt comfortable bringing real challenges, uncertainty and vulnerability into the room.  

Peer Learning Creates Lasting Value 

The relationships and networks created through the programme became as valuable as the facilitation skills themselves. Participants consistently highlighted the value of learning with and from peers facing similar challenges.  

Building Sustainable Capacity 

One of the programme’s greatest successes has been its focus on sustainability. 

Rather than creating dependency on external facilitators, the programme was intentionally designed to leave behind capability within the system. Across two cohorts, around 30 GP leaders have been trained in Action Learning facilitation and are now able to apply the approach within their own teams, organisations and leadership networks.  

This growing network of trained facilitators has created a foundation for peer-led leadership development that can continue to evolve and spread across the wider system. 

The success of the first two cohorts has now led to the commissioning of Cohort 3, which is currently being developed. This next phase reflects both the demand for the programme and the confidence that GP leaders have in Action Learning as a powerful approach to leadership development, collaboration and system learning. Through the expansion of the facilitator network, the programme continues to build capacity, capability and confidence across primary care while creating a sustainable model for leadership development in the future.  

The RCGP Action Learning Facilitator Programme has demonstrated how a simple but powerful methodology can transform leadership development. Over two cohorts, 30 GP leaders have developed the skills, confidence and networks needed to facilitate meaningful peer learning and collaborative problem solving.  

More importantly, the programme has created sustainable capacity within the system. By developing facilitators rather than relying on external expertise, it has established a growing community of leaders who are able to support one another, tackle complex challenges and continue spreading Action Learning across primary care. With a third cohort about to begin, the programme continues to evolve as an increasingly important part of leadership development.